Case Analysis of issue which uses the framework:
In the explanation of framework, the discussion initiates with the model of Robert A. Cook and with the model of Edger Schein. Now the analysis of those models and the cause of choosing one of them have also been discussed previously. There are several issues which in which the framework mentioned above would be used (Reed, 2014). As per the model of Schein, there are three levels of cultural, organizational hierarchy, which are Artifacts, ‘values of employees' and Assumed Values. In the case of the first level of the hierarchy, mentioned issues are depending on employee satisfaction, where the organization has to think about how the employees view, feel, observe and hear (Gu & Itoh, 2015). As the organization is expanding its business in overseas markets, it has to remember always about the situation of that unit and how it could be controlled. There would be specific issues on the satisfaction of the employees' mind. The artifacts of employees would be different in the different countries. The organization has to put an eye on these artifacts for fulfilling the employee demands. In different places of the world, there would be different workplace behavior, different dress codes and different furniture set-ups which may affect the worker psychology towards their job (Crossick & Kaszynska, 2014). The organization named ArcelorMittal always seeks the method of expanding the business and new overseas plants, so the business can be globalized and acquire new operations. In the case of the model, the second stage speaks about the values of the employees, where it is briefly described that the organization will stand for the employee as the value of an employee is an issue which determines the culture in an organization. New plants in countries can put the authority in trouble for the communication among the authority, management, and the employees (Schermerhorn, 2005). This gap of communication would not be beneficial for the organization, this kind of issues are very vulnerable for the mentioned organization. There are certain issues which are individually surrounded by the communication like, language barrier, cultural difference, thought of the people of the particular region, these affect much for running a reputed and well-known organization. In the case of motivating the employees, is a further issue which is supposed to be faced by ArcelorMittal. The challenges that face an organization are one of the big reason that how the employees are motivated (Rosner, Halcrow, & Levins, 2001). As soon as the business of the organization is matured, there will be inceptions of new challenges. Cultural motivation in an organization leads the establishment to a new future. Cultural imbibitions do not occur in a single day that has been said by Edgar Schein, so in overseas branches, the organization has to build up a new culture that motivates the employees and makes a better place of work too (Kubátová & Kukelková, 2014). This revolution in a new country would bring many challenges, but it would also be overcome by the help of the theories mentioned above. In the case of the theory of Robert A. Cook, there are the perspectives of employees, where it is mentioned about the employees' moral and ethical values, workplace behavior and the code of contact of the mentioned organization. These things can also motivate the workers of the organization, but as this theory is only based on the entity of the employee in the organizational culture, this theory is not the form of actual discussion. So the theory of Robert A. Cook is not contemporary for the organizational culture. The organization must have to remember about their others branches that, as it is a steel factoring organization, the steel used in different countries in the different environments are very affecting in the material value (Quinn, 2003). Rust is a tough issue in steel developing organization so that the organization has to keep an eye on the changes of climate in different places of the world. So the production of material in different countries also gives challenges to the organization for surviving at that particular place (Business strategy series, 2008). In business strategy, the company has to change its cultural perspectives frequently as it can motivate the workers to do their job In a most efficient way. Different countries' have a different currency value according to the world economy, so the organization should remember that and should also do changes in the wages and increment as per as the world economy (Ricardo & Juan, 2014). Silver tonic is a very original method to motivate the workers in an organization, which should be maintained properly. The employee of the ArcelorMittal can also be motivated through the wages and increment. Communication among the employees, authority, and management, should be very polite to maintain the tranquil environment and culture in the organization. The higher authority of the company has to be polite and well behavioral so that the subordinates do not think themselves less valuable in the business of the organization. These are the moral values which ought to be maintained by the company to put a smooth condition in the culture of the organization. The cultural, organizational theory reveals the changes of working method and communication at the place of work. The frequent changes of culture in an organization affect in a whole to the production and business of the company. The organization, ArcelorMittal must have to allocate a team which will take care on this kind of business where the working people of the company get the solution of their problem at the workplace. This particular unit of the ArcelorMittal is the voice of the workers of the organization, through which it could be a bridge to the management and the authority. Finally, there is the last point in Edgar Schein model which should be mentioned about; that is Assumed Values (Yamabe, Maruo, Shirahata, & Goto, 2012). Tat is the X-factor of the organization which would not be discussed among everyone but always kept in mind. Assumed values can significantly change the work policy of the organization, and it fixes how the organization will be granted to the public. Above every strategy of the company, there is an X-factor which should be recognized and that brings the-the ultimate benefit to the organization. ArcelorMittal also has that kind of secret methodology which is entirely hidden from the eyesight of the general workers of the mentioned organization. The strategy of the organization also plays a vital role in the culture of the organization; the pressure over the workers is one of the main factors that can be said as an example (Baum, 2007). As the authority of the organization puts pressure on the workers of the company, that makes the atmosphere of the workplace clumsy and prevents the workers to do their job freely. Other than this, there are several other methods which an organization can apply to their hidden profile which also do not harm the culture of the workplace. In the case of the drawing a culture in an organization, first the company has to think about the workers and from their perspectives and that will help so much to get rid of every issue that the organization is facing off.